recruitment process Archives - EasyHire.me

EasyHire.me Recognized as Best Video Interview Recruitment Tool!

May 21, 2020 Dana Rocha

We are very pleased to share that EasyHire.me has been selected in the Best Video Interview category by the GetApp Service!

“The thing that stood out for me about Easyhire.me was the innovative features. The two features that I found most interesting were Google Assistant integration and interview transcripts. Google Assistant integration makes it easy for applicants to find and apply for a job by simply saying: find EasyHire.

Whereas interview transcripts help recruiters source global talent by breaking the language barrier. When added to the other features Easyhire.me offers, these capabilities make the hiring process easier for both recruiters and applicants.” – Bandita Awasthi GetApp Content Writer.

GetApp reviewers highlighted the following features in particular:

Well organized graphic user interface that makes it easy to set up questions
Prompt and supportive customer service
Panel interviews
Interview transcripts

At EasyHire.me we believe that remote interviews are now an essential part of any successful recruitment strategy. Employers and recruiters gain significant advantage over their competition when they leverage EasyHire.me video interviews.

Here are the typical benefits of EasyHire.me video interviews:

Time and $ savings
Reduced bias
Data driven hiring decisions
Improved process and company image
Stress free candidate experience

As employers adapt to the new working conditions under the pandemic, EasyHire.me is strategically positioned to offer its scalable, secure and best in class service to small, medium, as well as any recruiting team in a large enterprise.

EasyHire.me offers special pricing for small and medium sized businesses, with plans starting at just $20 monthly.

It’s 2020: Are You Ready to Cross the Talent Chasm?

November 20, 2019 Bonnie Tichman

The Reality of “Workforce 2020”

More than two decades ago, industry researchers and influencers – consultants, universities, the labor census bureau – made bold predictions regarding the massive changes our nation would experience in the next 20 years, referring to the phenomenon as “Workforce 2020”. These thought leaders reported that the labor pool, which was dominated by white males, would become more demographically diverse in terms of gender, ethnicity and age, ultimately, creating a “minority-majority” workforce.

While these demographic projections have very much come to fruition, no one could have imagined the impact that technology would have on employment today, or could have predicted the effect of social, political, and economic influences on workforce models and behaviors. Consider trends such as:

Historic low unemployment. Digital transformation. Skills gaps. Artificial intelligence (AI) and robotic process automation (RPA). Globally connected work communities. Cultural diversity. Gig economy. Millennial workplace demands. Workforce of the future.

To name a few.

These forces are very real and, as a result, are keeping CEOs and CHROs up at night in this tight labor market. In the Conference Board’s C-Suite Challenge 2019™, more than 800 CEOs surveyed reported that talent acquisition and retention was their highest internal concern; while The Hackett Group 2019 CHRO Key Issues Study found that HR leaders have added the ability to address talent and critical skills shortages to their plate of top improvement priorities, but have not been able to give this crucial area the attention it deserves.

The Shift to Modern Talent Acquisition Approaches

As we enter a new decade, these talent challenges will quickly become more profound, since we will quickly move from trends to reality and organizations will feel the financial impact of unhealthy talent pipelines and unfilled critical roles. As HR, Talent and Recruiting professionals, we can no longer depend on the inefficiencies of a linear requisition-to-hire process. In fact, only 6 percent of respondents to the Deloitte 2019 Global Human Capital Trends survey believed their recruitment function processes and technologies were best-in-class, while 81% believed they were standard or below standard.

As a result, HR and Talent leaders are entertaining modern approaches to talent acquisition to broaden their talent pools; to better nurture candidate relationships and connect with prospective employees; to shrink the time-to-hire to avoid losing skilled talent to other opportunities and competitors during the recruiting cycle; and to build their employment brands. As organizations compete for the same top talent, their recruiting tactics will need include next-gen execution strategies.

Watch-list of Talent Trends

Some trends to watch out for in 2020 include…

Alternative interviewing techniques, incorporating live video and on-demand video interview technology to improve speed, quality and the candidate experience
Recruitment automation to eliminate waste and improve processes and productivity such as screening, scheduling, and feedback loops
Collaborative recruiting to identify candidates via a combination of traditional and new sources that build talent networks and communities to sustain a healthy and diverse pipeline
Online structured interviews to accelerate interviewer competence and consistency, while ensuring equity in the process
Blended workforce models, including accessing freelance talent, to allow for efficient scaling up and down
Personal assistants and chatbots that create an on-demand, personalized candidate experience

With the war for talent at its all-time peak, it is not enough to simply refresh existing processes; it is time for organizations to reinvent their talent acquisition strategies. By leveraging modern tools and technologies, recruiting organizations can identify, access, and engage the right talent with speed and agility.

Share Your Talent Acquisition Plans for 2020!

What plans do you have to enhance your talent acquisition process? What outcomes are you trying to achieve? Take our poll to build cross-industry knowledge of the top next-gen recruiting strategies!

Click here to take our quick poll

4 Ways to Increase Candidate Engagement in Higher Ed

July 26, 2018 Dana Rocha

Don’t miss out on a Nobel because of bad process

Higher education institutes have always grappled with long hiring processes. Of course we’d like it to be faster, but we also recognize the search process as inherently longer because of the nature of the position. Each search is conducted with careful consideration and the hope that taking time to make the right decisions is mutually beneficial for new hires and the institutions. That said, it’s difficult to maintain candidate engagement throughout lengthy decisions. Here’s a few ways to cut down on the “black hole” effect. Don’t lose your hires because of bad processes because you’ll be kicking yourself if you lose a candidate and see them winning a Nobel prize at another school a decade down the road.

1. Be thoughtful when building an application process.

Ensure your application process is flexible and includes only the information necessary to make a decision. Too much information required upfront can discourage some of the best candidates from applying. For example, references are often not required during the initial round of review. Requesting more information from candidates who are qualified later in the process will keep them engaged if they see your process as logically sequenced and relevant. Essentially, don’t push away smart candidates with dumb process setting.

2. Manage Expectations!

Be upfront with your candidates about the timeframe. You may have a period of when applications are accepted before anyone at all gets reviewed. You may have expected delays such as breaks or other known periods where the hiring team will be busy or unavailable. Look at your calendar, assess, and establish a realistic timeframe for your candidates by attaching dates (or date ranges) to each application step and review.

3. Communication is your friend!

According to a recent hiring survey conducted by Robert Half, “when faced with a lengthy hiring process, 39 percent of survey respondents lose interest and pursue other roles, while 18 percent decide to stay put in their current job.”

Use your institutions marketing software or the thousands of free or paid tools you can find on the internet to set up an email sequence. Letting candidates know you are still interested in them as well as providing more details about your Institution and community to keep them engaged. In the final rounds or if it comes down to the candidate choosing your institution rather than you choosing them, hosting events and tours can be another great way of keeping candidates engaged.

4. Have a personal touch

Sending updates via personal secured video messages are easy and cost effective – sometimes free! Vidyard Go Video for example is sleek and simple way to communicate with candidates or employees via a personalised video.

Simply record a quick video that personal and effective. This tool also tracks when candidates or employees actually watch the video and how many times viewed.

Check out EasyHire.me – by far the best platform for integrating video interviewing, live or recorded, into your hiring process for faster acquisition times and consistently higher quality candidates.

Jeremy Hoffman
Vice President, Sales
EasyHire

Reasons Why More Companies Are Using Online Assessments For Hiring

April 9, 2018 Dana Rocha

Did you know that there was a meta-analysis done by Fox School of Business Research Paper that found out that personnel selection procedures for general abilities test combined with an integrity test, which is correlated with personality traits, is one of the best combinations for accurately predicting job performance? And that is why more and more companies are using tools that can leverage their video interviewing process and the likes. And if your still doubtful, read on to know more about this new trend in the recruitment industry.

Why are more companies using online assessments?

Talent assessments are also what you would call a pre-employment tests or employment screening tests, and they are used to help employers identify candidates that will be a good fit for jobs available at their company. Tools like this help predict the on-the-job performance and retainability of a potential employee. So, in theory, applicants who pass the screening test should perform better as employees if they’re hired. And if you’re still feeling doubtful and have these myths about pre-employment assessments bugging you, here is a Select International’s list of myths about pre-employment assessments and how they debunked them.

Big companies use online assessments.

Talent assessments are playing a bigger role with bigger companies and they are being used as part of an online screening process that helps these big companies decide to ultimately interview. In fact, The New Economy looked into why employers value online assessments more than university degrees and learned that “ Employment tests do more than simply help employers spot candidates with the most potential… Their lack of bias presents a useful tool in the fight against discriminatory hiring practices.” And that’s just one of the few reasons.

Most talent assessments are now being given online, because it really is the most convenient way of doing it. And large companies such as Macy’s, Bloomingdales, Sears, Walmart and Burger King are already using pre-employment testing in their process.

How do online assessments work?

If you are applying to one of the companies that are already using online talent assessments, the entire hiring process leading up to interview is handled through the Internet. You should expect that the job postings are listed online, candidates apply online through the company website, and then take the talent assessment. Tests may even be hosted on a third party website. In such cases, you’ll be given instructions on how you can access the site and take the test.

There are even employers that use job simulations that are designed specifically to measure whether candidates can perform tasks associated with the job. A good example of this is if when an employer asks a staff member to role play scenarios with candidates to assess sales, problem-solving, verbal communication, or counseling skills.

How valid are talent assessment and outcomes?

It starts with the companies and how they come up with the job descriptions. They need to be detailed and well aligned with success factors for jobs will have the most useful output from talent assessments. Any type of assessment should be consistent and conducted in a standardized manner to generate reliable results. And there are certain ethical hiring standards that dictate that assessments be delivered to all candidates for a particular job and not applied selectively. In many cases, the company is looking for a certain type of employee that perfectly fits their organization structure.

Don’t decide too long on whether you should be using online assessment tools. Because according to iCIMS, The Modern Job Seeker Report, 2017, When searching for a job, people want to visit job search sites that allow them to instantly mark jobs of interest (54 percent), receive recommendations based on job preferences and resume (53 percent), and input salary requirements and enable employers to reach out directly (53 percent). That basically proves that everything is being done online now and that goes for recruitment as well.

EasyHire.me partners with SmartRecruiters

November 5, 2016 Anjana Manian

EasyHire.me announces a partnership with SmartRecruiters to bring online video interviewing to the talent acquisition platform.

“By partnering with EasyHire.me, SmartRecruiters will offer an integrated solution that makes it easier for talent acquisition teams to fill roles that are required to meet company goals and fill project requirements. As companies grow and scale, the video interviewing solution offers an efficient way to scout and hire talent,” said Jerome Ternynck, Founder & CEO of SmartRecruiters “We’re passionate about expanding our partner ecosystem with fellow best-in-breed tools, such as EasyHire.me, in order to enable our customers to quickly and efficiently hire the best talent.”

Video interviews for college recruitment

August 23, 2016 Easyhire Team

College students are a great asset to the workforce – for both established and start-up companies because of their excitement, smarts, and innovative ideas. Whether meeting students at campus career fairs and information sessions, or through job and internship postings on a university’s career website, it is inevitable that students need to be interviewed to see if they are a good fit. EasyHire.me is a great tool in your college recruitment toolbox to ensure that you find the best students quickly and efficiently.

Interviews with college students for entry-level positions should typically not be held the same way as interviews with folks who have been part of the workforce. College students are often more nervous, less aware of their skills, and lack work experience. It is important to focus on behavior-based questions, like “Tell us about a time when a team project went well and a time when a project didn’t go well” to identify transferable skills. You need to ask about their experiences within their limited college experience, like “How did you balance multiple assignments and projects, as well, as your part-time job within a busy week?”.

With EasyHire.me, recruiters can design specific sets of questions for the student population and even a different subset for interviewing students applying for an internship. This allows the recruiters to learn the most from their younger applicants by asking the most suitable questions, take notes for each question, and share notes with hiring managers for quicker decisions.

College recruiting season typically means visiting multiple universities, utilizing multiple interviewers, interviewing in various locations (both on-campus and on-site), and meeting dozens of students over the course of a stressful few weeks a couple of times a year. Imagine having a web-based software that would host a schedule, contain various sets of interview questions based upon the different positions being hired, save recorded interview videos (which means you can more easily remember the many faces you see!), and compile notes from each interview in an easy manner. No more struggling to remember which student was which or deciphering your notes (or worse, someone else’s) to jog your memory about what you thought about the candidate. With EasyHire.me, companies are no longer constrained by their HR/Manager availability. They can now engage more employees to take part in the recruiting process, even from home. Once all interviews are completed, they can allow stakeholders to review together and collaborate on making an informed hiring decision.

On the flip side, EasyHire’s virtual interviews are also great for the student candidates. Taking time off for interviews with multiple companies can be nearly impossible for a busy student focusing on exams, school assignments, and other academic commitments. The opportunity to interview remotely with EasyHire saves time and allows a student to interview with multiple companies, located anywhere in the world while bettering their chance of scoring a great summer internship or full-time job after graduation.Whether smaller companies are scaling up or large companies are hiring in volume, EasyHire.me provides the structure, professionalism, and confidence that the interviews are done fairly.